DH and the extra travel/duty day are part of it. The big picture is why do we need this at all? We already have allowance for the tablet training. As has been mentioned we already are protected from damage. I don't have a problem with the tablet portion and if that was all this was about we'd have an LOA not a TA. Section E of this LOA is a concession compared to our status quo. I do not care that "management has said going forward..." This statement only scares commuters into a "yes" because they don't want to j/s to training and get their own hotel. I'm not averse to doing ground school on a layover or day at home; I just want to ensure we are being properly reimbursed for it. What that means to each person is different, so we'll vote.

 

Another thing, if Spirit could have fixed the release formatting in a acceptable time then I'd see their comment about domicile ground school as a real threat. Variable cost indexing anyone?

 

Lol!!!!!!!!!!!!!!

 

Not sure on this. I thought the 4.5 hrs credit for 22+ hr layover didn't apply for training. I believe you are correct on the 4.5 hrs per DHD duty day so my DHD estimates might be a little low.

You are still going to have to DHD to/from sim and 1 day of recurrent (unless you are FLL or LAS based) so the numbers still shouldn't be that different.

 

What are these holes you speak of? I think this company's history of ignoring certain sections has more to do with the DNA of management and less to do with the wording of the contract. With the arbitrators rulings on 4 days off and red/green, it was pretty evident that the problem lay with the company's unfounded "interpretation" of the contract and not the legal wording of the contract itself.

 

True, so as I look at it, deadhead is a wash on this. I understand there is the potential for a conflict, I know I didn't get one this year.

The way I'm figuring it out, I would stand to earn more with the LOA than without.

 

So you didn't "do the math" before you voted YES to send this out to us?

 

That's what it looks like to me. Doesn't even effect the whole pilot group and for the ones it does effect, you will still have DHD pay to/from your 1 day of ground and warm up/PC. This on top of the fact that the only time this really makes a difference is if your training is scheduled on your days off and not over a trip which further reduces the value of the DHD pay.

Removing DHD from the equation, you will actually credit more with the LOA.

 

So now, I'm looking at seeing if this LOA negatively affects my QOL. Will it?

Not sure.

The way I'm looking at it, the way training was done in the past required sitting in recurrent three days. That's three days I'm not flying or sitting at home. Bruce is a great guy, I enjoy meeting new people at recurrent, but it requires me sitting at the training center.
Without the LOA, I'll have to go sit in the classroom at the training center or Terminal 4 and do recurrent on my iPad. By myself. Then do one day door/safety training at the training center.
With the LOA, I do recurrent training on the iPad, but I do it whenever I want to. On a layover at DTW, sitting in front of my TV or at the beach. Also one day at the trainings center doing door/safety training.

You can see, I'm just looking at this one step at a time. Still haven't decided on a yes or no vote, just gathering info and talking aloud.

 

Well, it is. If you are implying that attitude would be someone who votes yes to anything, with the "happy to be here" mentality, that does not apply to me. I am incredibly happy and fortunate to be here, and it is way better than my previous dead-end regional job, but I also want this to be a career, and I want our next contract to not necessarily exceed my legacy peers, but come pretty damn close, and I will vote accordingly, and if things become protracted, I will go somewhere else or do something else.